Rabi S. Bhagat

Organizational Stress, Job Satisfaction and Job Performance: Where Do We Go From Here?

This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although there have been significant improvements in the analytical methods employed to investigate such phenomena, much of this research still does not consider the role of reciprocal relationships that evolve over time. We provide four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.

Human stress and cognition in organizations : an integrated perspective

Causes and Consequences of Organizational Stress Causes and Consequences of Stress from the Interface of Work and Non-Work Domains Causes and Consequences of Stress from the Domain of Non-Work Sociodemographic and Cultural Antecedents of Stress Relevant to the Study of Organizational Behavior Managing the Dysfunctional Aspects of Stress: The Role of Coping and Adaption Conclusion Author and Subject Indexes.

Organizational stress, personal life stress, and symptoms of life strains: An examination of the moderating role of sense of competence

Abstract Self-competence is often regarded as an important determinant of how an individual copes with various stressful experiences. It was hypothesized that the relationships between both personal life stress and organizational stress and symptoms of various life strains would be stronger for individuals with low levels of perceived sense of competence and weaker for those with higher levels of such sense of competence. In our study of 276 teachers, it was found subjective feelings of competence concerning their ability to interact effectively with ones work environment moderate satisfaction with work, satisfaction with co-workers, satisfaction with supervision, emotional exhaustion, and feelings of depersonalization. No significant moderating effects were found for absenteeism and job performance. Implications of the study for future research on the role of stressful events and experiences in human-service organizations are discussed.

Conditions under which stronger job performance--job satisfaction relationships may be observed: a closer look at two situational contingencies.

Organizational pressure for performance and experienced time pressure, two situational contingencies, were hypothesized to moderate the performance-satisfaction relationship. Tests of the proposed moderating effects were conducted by using moderated curvilinear regression and subgroup analyses. Findings from these analyses were consistently and strongly supportive of the hypothesized effects.

International and Cultural Variations in Employee Assistance Programmes: Implications for Managerial Health and Effectiveness*

While employee assistance programmes (EAPs) are becoming commonplace in large Western organizations, little is known regarding their prevalence in non-Western cultures. In this paper, we provide a framework for understanding the prevalence of EAPs in four distinct cells of societal culture-based variations. A cultural matrix for analysing the relative emphases of styles of coping, social support systems, rites and rituals, and the prevalence of EAPs is developed. The implications for managerial health and effectiveness in the global context are discussed.

Models of Stress in Organizational Research: A Metatheoretical Perspective

Four models of organizational stress are comparatively reviewed using seven metatheoretical criteria. It is found that while they have been rather successful in explaining large bodies of existing empirical literature in a post hoc fashion, there is a consistent lack of conceptual tightness in some of the models. The crucial role of temporal factors has not been adequately dealt with, and a variance, as opposed to a process theory framework (Mohr, 1982) has dominated much conceptual developments. It is suggested that metatheoretical assessments along the lines proposed in this review would aid in future theory-building efforts. Three major recommendations are made in order to improve conceptual developments and methodological robustness in this important area of organizational behavior.

Orienting Curricula and Teaching To Produce International Managers for Global Competition.

Abstract As businesses confront increasing international challenges, the need for developing managers who can understand and effectively meet the demands of the global marketplace becomes critical. While the responsibility of developing such international managers of tomorrow may lie in different sectors of the economy, we suggest that business schools have a special role in inculcating appropriate global mindset, knowledge base, and skills. Two frameworks are proposed and different levels of international perspective are discussed. We hope that the final level of global perspective should be the ultimate mission of business schools of the future.

The role of self-esteem and locus of control in the differential prediction of performance, program satisfaction, and life satisfaction in an educational organization

Abstract The present research was an attempt to examine the role of task-specific self-esteem Korman, 1966 , Korman, 1976 and locus of control (Rotter, 1966) in the differential prediction of academic performance, program satisfaction, and personal life satisfaction. Based on earlier research and theory in this area, it was predicted that (1) high task-specific self-esteem individuals would perform better, would be more satisfied with their program of studies and their personal lives compared to low task-specific self-esteem individuals, and (2) individuals with an internal locus of control would also perform better, would be more satisfied with their program of studies and their personal lives compared to individuals with an external locus of control. These hypotheses found strong empirical support in the study. The findings are interpreted as being strongly supportive of Kormans theory on the role of task specific esteem and Rotters theory on the concept of locus of control in the prediction of certain select organizational outcomes.

Role Stress in Working Women: Differential Effect on Selected Organizational Outcomes.

The differential effects of role stress experienced by women were exam ined in terms of commitment to the organization, overall job satisfaction, satisfaction with specific aspects of the job, and personal-life satisfac tion. Role stress was significantly and negatively related to organiza tional commitment; overall job satisfaction; satisfaction with pay, work, co-workers, and supervision; and personal-life satisfaction. The t-tests analysis revealed significant mean differences between high and low role-stress groups on organizational commitment, overall job satisfac tion, and satisfaction with extrinsic aspects of the job. The results are discussed in terms of their implications for role management in the integration of women into modern work organizations.

Work–family conflict in four national contexts: A closer look at the role of individualism–collectivism.

In this study, we examine the role of cultural variations conceptualized in terms of vertical and horizontal individualism and collectivism in the prediction of work–family conflict in four distinct national contexts of the United States, Australia, South Korea, and Japan. The results of our study suggest that vertical individualism is a strong predictor of work–family conflict across cultural and national boundaries. The findings indicate the importance of cultural dimensions as correlates or predictors of work–family conflict—especially, it highlights the role of the two components of the polythetic construct of individualism–collectivism: horizontal and vertical. Implications are discussed for future research in the area of international and cross-cultural studies of work–family conflict-related issues.